Retaining your female tech talent
Problem: companies don’t retain their female tech talent.
Research shows that:
- 3% of females say a career in technology is their first choice. *
- 5% of leadership positions in the tech sector are held by women. *
- 50% of women leave their tech careers at the age of 35. **
“I left because the environment did not support me as a woman of color nor as a professional. I was intentionally left off of emails that were critical to doing my job, talked over in meetings, talked down to, and excluded from social events.”**
“The majority of women who stay in tech (73%) said they considered leaving their tech careers at some point because of limited opportunity for advancement (27%), unfair compensation compared with male peers (25%), and little support of management (22%), the report found.” ***
The more articles I read, the four common themes kept resurfacing.
- Gender pay gap
- Lack of opportunities
- Tech jobs are not desirable.
Solution: better working nd educated cultures.
There is a responsibility for all organisations to consider their culture. Is DE&I at the heart of their value system? And do they support and encourage internal groups like Women in Tech or Diversity in Tech, to give a fair platform for their staff.
This isn’t a tick box exercise. Ensure those groups have funding as well as the capacity to support.
Organisations can educate themselves on diversity topics by allowing their staff to:
- Attend and have a presence at networking events.
- Be involved in think tanks and hackathons.
- Invest by bringing in expert companies and people to coach their staff.
With so many resources, there really is no excuse for ignorance.
Companies need to be transparent with regards to pay, use gender neutral language on job specs and use their social media platforms to market their own women in tech forums.
And Management… they need to become leaders and support personal and professional development. Learning and development is key to empowering teams, growing an individual and the success to an organisation. By ensuring and securing budget for training and opening channels for staff to learn technical and industry skills — this will be the start of a journey for many to follow.
What are your thoughts?